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tv   [untitled]    June 6, 2013 6:30pm-7:01pm PDT

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based but the pilot also taught us that the ability to have the discussion among staff is pretty critical to this process. watching the video will impact you some what, being able to talk about and ask questions is i have to say, in my own mind really cheated this process. that is a good news and i think that we can make a better impact that way and the bad news is that costs a lot more money because you have facility tores but that is the way that we would like to go. >> we do have training for many purposes here at city hall, and city officials taking up the trainings on sexual harassment and it might make sense that we need to have a training on lgbtq youth and how to best serve the community. >> absolutely. >> so just to give you a sense of some of the feedback that we got in these initial showings, people felt this video was powerful and p personalized the issues and it was the young
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people talking to them and i think that they like that had and it was professionally done and found the discussion to be rich and official and it is better than one on one training. i think that what this may do is think a little bit and so some of the comments were, humble and flexible and you are in a learning mode that is key. and also, number of people who really said if you are going to do this, have you to have a professional, or a good discussion guide we would performed a trained facilitator. so far to date, we have not made huge progress, i have to say in reaching 8,000 people but we have done 7 trainings, in what under 200 people and have five trainings already schedule in july. and as i mentioned earlier it is available now on-line, it is web based and 173 people have completed that. we are seeing how much we can rely on that and in the coming fiscal year. it will be be that it is
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mandated for all dph employees and continue to work on rolling this out in a bigger fashion. >> also the department of health contracts out to many agency and this will be in the languages and searching for the contracts. and also, this video that we have made, we are happy to make it available to other city departments. because, it is the process to do this. and so we can give a process that is two years and they can pick it up and use it and happy to share our expertise other. >> the training can be used with other departments not specifically dph. >> we have tried and i have to say that because we are a clinical program, there may be a sense and it was shot a lot at the dimensions clinic. and but yesterday, i think that it is appropriate to be able to use by other departments absolutely. and just to close my
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presentation, i just wanted to thank everybody that is on, on the committee, and knowing that all of the money, and the training manager and lisa is in the audience and the evaluator who did the work and come up with the preand post test to see if we are making a change and mia on the youth commission, thank you. >> and to david from the human rights commission, his participation was really very helpful. >> thank you. >> questions? >> great, thank you. >> i just really appreciate the real amount of thought that went into the video. i have not seen the video yet. so shame on me. i want to see it right away and it is on-line as well and we can find it on-line? >> yeah, i can certainly send you a link to that, and i am happy to give you guys copies if you would like. >> thank you. >> that would be great. >> thank you. >> okay. next up is linda simons from
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department of human resources. >> good morning, supervisors, my name is maggie and linda could not be with us and i am a program manager with family and children services and i am really appreciative of you holding this hearing you know the tremendous partners that are here in the supervisors chambers and we look forward to working closely with you you and our community partners and our peer agencies to insure full implementation of 12 n. okay. >> so i do have a little powerpoint. first i just want to say that the language of prop n while it has not been actually implemented with the human services agency and we have undertaken a number of efforts across our agency to do training with the sensitivity
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or learners our youth as well as our senior citizens, and i wanted to just previously talk about those. did that come up? >> all of the entire human agency staff are required to participate in a cultural come pency training and this was to appreciate diversety and addressing issues of sexual orientation and how to work with our clients. >> commissioner campos? >> a quick question? >> is gender a deandy part of that? >> i am getting to that.
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>> our agency and our staff development willing partnering to begin the training that we are called understanding sexual orientation and this training will be specifically educating our staff on issues of homo phobia and gender expression and gender identity and to increase sensitivity and awareness for our staff and not only work withing our clients and our youth but also with each other. on >> on the training up to this point, has gender identity been included in any of that? >> as far as i know, but i am with the family and children's services but what i have understand is that they have addressed sexual orientation and i am not sure if they have addressed sexual identity but that is part of the awareness that the staff development is bringing into the department and again, i believe that we are probably going to be
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contracting with the human rights commission to develop the curriculum and it is so exciting that dph has this video available to us because we really like to take a look at it and corporate it. >> but no gender identity. >> in terms of the whole department, not that i know of. >> thank you. >> again, moving towards that which is..., which is great to hear. >> yeah. >> that will be part of the training forward and in a way, this hearing, is really, just with the progress and where we are moving over to. so i think that it is serving a purpose to bring the attention to the need for the changes within the department. >> totally welcome this. and i am just really impressed with mia's presentation, i did not have the opportunity to work with them a long time ago and i agree with michael and very effective. so the family and children services which the agency that i am with, i think that probably the biggest impact that has been for us is working
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with our community partners including family build and hers bringing into our agency the capability and capacity to do training for our staff. and in 2012, we had three specific trainings for all of our child wear fair workers and management team that focus on issues of gender identity and we brought in the youth to talk to the staff about what they had experienced in the foster care system as gay identified lgbtq youth. >> and we now have a contingent and i know that this is not totally prop n. we have one that reaches in the gay pride parade and reaching out to identify and recruit foster parents and relative care givers who are gay and we are also incorporating into our training for foster parents and care givers all of the different issues around gender identity and what young people do as they go through and
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explore their gender identity. and i think that the biggest initiative has been putting pride into program, p four which we partnered with family members on and in terms of what we accomplished so far, we have changed all of the internal forms within the agency that our staff used to make them gender neutral and so now, instead of just male, female we now have a category of gender identified. and we are in the process of revising the handbook to incorporate the awareness of the issues of sexual orientation and gender identity and also resources. because this is so important. how do we make sure that we are utilizing the resources in the community and making the appropriate referals and we are about to embark on the training for the supervisors and we are also in the process of, and one of the things that we did to address the racial disparity issues is that we brought it down to our units and we called
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it conversations and i think that it would be so cool is to... and we actually have funds to do this and then looking at how we can partner with the other department and we do have funds set aside for training and both in staff development and family and children's services but to bring in somebody like mia to do the conversations with our staff on a very small level, where people feel more comfortable and safe talking about engagement and how to really have these conversations with youth who are in our system. i think that one of the things that has been, where we take tremendous leadership has been our department of aging and adult services. while they are not specifically focused on youth, we do have youth with disabilities and what some of the initiatives that they are rolling out could be promising practices for what else we are doing in our agency. and so, we have a monthly training series on issues effecting seniors and younger adults and now we do monthly trainings for our community providers which is not
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something that we instituted anywhere else in the department and i think that we need to. and we just entered into a contract with open house which is formally the rainbow adult community housing and it is a non-profit and funding them to do training for our staff. so, the data challenges and i think that this is really important because without advocacy at the state level it is going to be impossible to collect accurate data on the san francisco foster youth who identify as gay and are working through their gender identity issues. there is no way to capture this information using the data base that the state provides us and the state forms there is no capacity within the state forums to capture this information. >> are remandated to use the state forms? >> yes. >> and so i think that this is really an area for advocacy at the state level and also on the human rights commission and we are certainly at the table.
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and another, you know, something else that we need to look at and we can really use the help from the youth commission in this is that how to talk to the youth about their sexual orientation and sometimes the youth are... but there is a stigma attached to that and they don't want to talk about who they are and i think that having that kind of information, you know with someone like mia would be helpful. >> and we do know that 20 to 40 percent of youth who are homeless or in the foster care are lgbtq, that is the only data that we have that we can apply to the youth in our welfare system. >> what percent? >> 20 to 40 percent. >> and so, without being able to, you know, have forums that would track that in the data base and how are they able... >> it was the homeless youth that was conducted in 2008 by the california research bureau
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and it was because of the advocacy youth organizations that they got this data and like i said there is no real way to collect this data without changing and bringing in to the state, processes and protocol and awareness of who these youth are. >> and do you believe that you are going to make those changes in terms of the data base and what forms are being used, that can be done administratively or does it have to be legislatively produced? >> i think that it would have to be both. >> because it would take the legislators to mandate that the state do this. >> and... >> it is hard to get the state agencies to move forward without a lot of ground swell of public support and legislative action as you know. >> right. >> okay. >> and anything that you are aware of? >> not that i know of. >> you know, we worked with the california, youth coalition, a
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lot and again, i just don't know where this is and that is why this hearing is so important, it really is important. >> that is something that we can bring up with the state legislators and perhaps the assembly member might be very interested. >> absolutely. and we are available to work with you in any capacity. >> great, thank you. >> so the last thing is and michael touched on this a little bit too, and if we are looking at full implementation of prop n, some of our recommendations are around the definition of sensitivity training, we are hoping that there would be flexibility incorporated into that and in terms of the types of trainers, that we are currently working with that they would be also part of that conversation, we have also got an existing curriculum that we are developing and so we want to just make sure that that is reflected and that there has some... i think that what is missing is there is no standardization of practice. across the agencies who serve this population.
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and it is really agency by agency, i mean i have no idea what michael was doing. so yeah, a connection. and i think that the second thing is that the way that the process and 12 m is currently worded it requires that documentation from the contractors be submitted to our commission and then submitted to the youth commission for monitoring compliance and the documentation should go to the youth commission because we also recommend that the controller's office needs to add the compliance language into the joint fiscal monitoring tools that we use when we go out and monitor the yrters and i think that is important and i also think that we need to look at the impact on the contractors we have so many agencies that worked with the youth in the city and how we can support them and implementing 12 n and i think that it is really important. so, thank you, again for bringing this issue forward. and really look forward to
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also, of the full implementation and again as i said this is critical. thank you for being here. you are representing your department and you are more in the family services section of the department. >> yes. >> and so, and your presentation is really important. how would you insure that your getting to the other departments. >> right we do have a lot of divisions in the agency. >> i work really closely with the staff development and they are the ones who gave me the information and we sat down and talked and we also do co-trainings with them and noel just sits around the corner from me and she is the board liaison and the director of the policy and development and i
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know that this is the priority for i believe all of us and whatever recommendations, questions, that you have, i am going to take those back to the staff development to noel and to trent and we really want to see this happen. >> and across that you mentioned right now is critical. >> and you just from being part of here in the room when michael baxter presented dph's version i think that it is good to get the departments that are here to actually come together and have just a roundtable about where things are at and that is would be a good next step in communication so we can share what practices are being done and having that cross pollenization as well. >> i think that it would be useful to have the youth facilitate that. >> they have the language in terms of tracking the services in the developments and you said that there is no 12 n language and so that, perhaps
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that is actually interesting that there is a measure to put in place and that there can be oversights in the controller's office and you know who is most responsibility in the controller's office for doing that work? >> no i don't and we can follow through with that and i think that also, we have boilerplate language that goes in the contracts about what is very specific about what we need the contractor to comply with in terms of the priorities of the city and county of san francisco. and the prop n language is not in that broiler plate language and so that i think is something that we really have to do. right? >> before we can fully implement this. >> thank you. >> and then just on commissioner presentation and mentioned three goals, training established you covered really well and, talked about intake forms which you touched upon and included in the presentation and also including the best practices within the
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departments around creating structures for rest rooms, and things like that. what is your department, how is your department moving on? >> you know, i have a feeling that... well i don't have a feeling. most of the direct services for youth are through our contractors. and we don't really have a lot of youth who come into our administrative buildings, and they are really served out in the community. so i think that would be something that you know that i know that has been an issue, i used to be director of homeless and housing programs and i know that was an issue when we were working on developing our homeless care. and i think that is something that we need to talk about with our contractors that could be incorporated into the training and sensitivity awareness that we do. at that point i need to check back with our management teams across the agency. >> and just say that it is
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responsible for youth shelters as well and different areas, that where, there will be a high level of need because the youth in the shelters are lgbtq and how do we make sure that you are creating a safer environment and what kind of mechanisms you have in place to make sure that work is being done. >> i know that the folks here can definitely speak to that because they have been working on these issues a long time. >> okay. >> thank you very much and thank you, mia. >> thank you. >> we have other departments here. i did mention department of human resources has been here and thank you. >> linda simon and i am going to lock my ipad and it is exciting and enlightning to see the youth in the audience, the youth of today d our leaders
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of tomorrow in this city and so i appreciate their time being here and i love it. dhr does not provide services to the ten to 18-year-old population, we provide services to the city employees and those perspective san francisco city residents who are looking for employment with us. however we are committed to 12 n and we are committed to any support and training that is done to educate our workforce and regarding non-discrimination and also to enhance their lgbtq cultural come pency, as supervisor avalos mentioned, based on state law, ab1825, which requires harassment prevention training for supervisors every two years, dhr does provide training to the 6,000 city supervisors and i know that you also have takeen training and
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we roll that training out usually every other year in september and there is a component or a module of that training that deals with preventing lgbtq harassment and we are meeting with our vendor and coming up with more scenarios because we want to expand that module. >> dhr does understand the importance of training those employees and we do provide some training to departments upon their request and also we have identified some type of issue in their department. we also act as consultants to the departments who want to roll out some type of lgbtq training for the employees or supervisors and i recently conducted with the police department who is rolling out some training lgbtq training for all of their 150 plus command staff. so, in order to secure the harassment prevention training
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they put out an rfp and i know that it is mentioned that is the suggestion that there be one put out to get proposals of what types of training vendor haves out there and that could assist in putting together a list of training options for departments to secure those trainings and we at dhr since we have already done an rfp regarding harassment prevention training we would be happy to share the list of vendors because that will help in starting that contact with those vendors and communicate with them regarding training products. >> i think that that sounds like a good stab and i also heard from mr. baxter that a lot of the work in producing the video that we have was done with a lot of work locally with young people and this is an rfp process we want to look at how we can assure that we have people responding that could go
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through the process that public health went through, it seemed like a good process that is specific to san francisco. yes. >> and that might really be really well tail lored to what we need here in san francisco. >> right, for example our harassment prevention training that we are working on now, we specifically asked the vendors to reach out to the lgbtq community center. and get some expertise from them, regarding developing some of the scenarios. to track the youth, i know that there is a state law that allows for the individuals to self-disclose no seeking those types of services but i would caution us and perhaps look out to the city attorney's office for device on the tracking of individuals in other services,
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utilizing other city services because we want to mitigate any risk management that might come out of that by someone requesting information and freedom of information act and regarding who we are serving the numbers or any types of discrimination complaints that might arise by requesting the information and individuals do not want to disclose. my last point, and supervisor avalos must have looked at my ipad. in listening to the departments there appears not to be a central organization who has sort of ferreted everybody together and gotten them at the table to be a dialogue about what you are doing in your arena, so there can be a consolidation and efficiency of resources and perhaps make it more effective as far as the implementation of 12 n. there is somebody that is a catalyst that is going to bring
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everybody together to the table. >> i think that was also a point that commissioner made as well. >> yes. >> i know that we have the training for the city official and staff and one of them is sexual harassment and diversity training as well and those are conducted under human resources department? >> that is correct. >> that is good to know. >> but we have models of some kind of a central, you know, body in the city that is assuring that those trainings are done and conducted. >> right. for our employees and our supervisors and we do track everyone that takes that training in our people soft. the controller's people soft system. >> so that is the way that we could make sure that everyone that is supposed to be taking it is taking it according to state law and so that would be another way that perhaps all of the employees in the different city differents that are required to take the training
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could be taken. and everybody could run the reports on a weekly basis to keep up with that requirement. >> good to hear. >> it seems like there are different levels of compliance that we could, and the controllers, and stuff and possible dhr and i am sure that the other departments will have their own work as well. >> thank you. >> we have you mentioned (inaudible) from the department of children and families. which i think is a really key department to be having this discussion, to be part of this discussion, thanks for being here. >> good morning, supervisors and thank you for having me and thank you so much for calling this hearing on this very important topic. i also want to thank the youth commissioners, particularly commission toomuch, who with her brave verocity has pushed this agenda forward and we appreciate that. >> and also for the human
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rights commission. i guess embarrassingly we have not implemented over the past ten years and we have done the touch training for our staff, but definitely not to the extent or the full spirit of the legislation, i am here more to listen to my colleagues and be very open to end the discussions from this hearing. >> i will say that our department primarily works with the non-profit agencies and as a result, we have done a lot of focus on trying to figure out the best training models for the non-profit agencies and one of the promising practices that i would like to offer to this body is the training of the train the trainer model of our children with disabilities. where we we bring them in
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together and cohorts with a lead non-profit agency to provide the trainings and from there, the hopes is for them to just be made to other colleagues in within their fields we used it in the disability and to train the non-profits who work with the youth of disabilities and also using it to train non-profits to implement literacy curriculum and now we are using it to train non-profits to implement the science, technology and engineering and math curriculum. and so we have seen a positive result from that model. and in terms of tracking, we have also started to figure out a way to track young people who identify as lgbtq, in our system. and i definitely hear the caution from the department of human resources in terms of how do we insure protection of
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people's confidential information. >> i imagine that like the state of california with the intake forms that are standard, you know a lot of the cbos that are contractors of dcyf probably has their own intake forms that are distinct from one another. and so, it seems like if we are going to be doing tracking and intake forms will be a tool for that. we have to assure that there is language that can do the around sexual orientation on those forms and i would probably that the vast majority of the forms and the cbos don't have that on there. >> i would agree with your guess. i do caution also that i would not want to have a cbo have to figure out how to collect this information, without having the sensitivity in working with the youth person in talking with that young